George Yang needed to fill a critical job position in his company. He set his sights on a place where he felt like he could successfully find what he was looking for – LinkedIn. The platform provided exactly what he needed.

“At Oxygenark, we once filled a crucial position through LinkedIn. The candidate was not actively seeking a job but was intrigued by our company culture as presented online. This highlights the power of social media in connecting passive candidates with employers,” states Yang, founder of Oxygenark and Yanre Fitness.

He and his team embarked upon what has become a commonplace and successful occurrence. 85% of businesses echo Yang’s experience, saying they use social media to find and communicate with people who are passively hunting for a new job.

Those companies have a captive audience. Almost 80% of all job seekers use social media to search for employment opportunities.

“Social media has revolutionized recruiting, making it more dynamic and immediate. Recruiters now think in terms of digital footprints and online presence. The ability to passively source candidates who may not be actively seeking a job but are open to opportunities is a significant shift,” Yang notes.

There’s no denying the changes that social media has brought to the forefront for talent acquisition and HR professionals. The world is literally at your fingertips, available for recruiting.

But as beneficial as social media recruiting is, there are also issues to be aware of when culling job applicants on the platforms.

We take a look at which social media outlets are widely used, why social media is so impactful on the recruiting landscape and problems you can encounter, as well as things to watch out for when recruiting on social media.

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